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The value of Personal Professional Theories 2
Abstract
they also need well developed professional skills and attitudes for lifelong learning
(Maes, 2004). As a response to these changing professional and educational
demands, a competence based qualification structure is adopted in Vocational
Education and Training (VET), for example in the Netherlands, Germany, France
and Great Britain (Achtenhagen & Grubb; Nijhof & Van Esch, 2004; Weigel, Mulder
& Collins, 2007) but also in Australia (Billet, 2000).
The main aim of a competence based structure in VET is to reduce the gap
between training programmes in vocational colleges and the labour market. The
underlying idea is that in competence based VET students develop competences
needed in their (future) profession, but also in perspective of their lifelong learning
(Biemans, Nieuwenhuis, Poell, Mulder & Wesselink, 2004). Competences are
conceived as more or less organized wholes of knowledge, skills and attitudes (Lizzio
& Wilson, 2004; Van der Sanden & Teurlings, 2003), which are needed for the
adequate fulfilment of professional tasks in work related situations (Gonczi, Hager
& Oliver, 1990). In competence based VET the development of different professional
competences, concerning for example social competencies, reflection competencies
and competencies for lifelong learning, is central. Furthermore, competence based
VET is aimed to integrate authentic key issues and problems which are relevant
and representative for a specific occupational domain in the training programmes,
so that students learn how to deal with these problems (Guile & Griffiths, 2003).
Another feature is that the educational programmes are tailored to students’
specific developmental phases and learning questions.
A PPT is defined as a personal knowledge base which consists of (1) formal theories,
(2) work process knowledge and (3) beliefs concerning professional attitudes (Argyris
& Schön, 1974; 1978; Kelchtermans & Vandenberghe, 1994). A PPT has two
different functions; a PPT is a frame of reference through which professionals
acquire and interpret new knowledge (Levin & He, 2008) and a PPT directs
professional behaviour (Argyris & Schön; Beijaard & Verloop, 1996). Professional
behaviour is then the result of more or less sustainable deliberate
considerations. Research in the novice-expert domain shows that the extent in
which professional behaviour relies on tacit knowledge and routines increase during
professional careers (see for example Benner, 1984; Berliner, 1995). Since tacit
knowledge and routines partly develop by (professional) experiences, it is assumed
that experts in general will employ more tacit knowledge and routines in their daily
work than novices. In contrast we assume that especially novices base their
professional behaviour on more deliberate considerations. Accordingly, in the
remainder of the article we concentrate on deliberate considerations of beginning
professionals.
In the previously mentioned concepts, this shared and collective perspective seems
to be less emphasized.
Another feature of the nature of PPTs is that a PPT can differ between novices
and experts. According to Van der Krogt & Vermulst (2000), experts or specialists
on a specific task or domain can have more systematised and well founded PPTs
then novices or non-specialists have. They “do not say that novices do not use these
theories, but that these theories can be assumed to be less explicit, less coherent,
less well-founded and less focussed on their specific place in the occupational
system” (p. 125). Experts work on the basis of relatively elaborated PPTs while for
novices it is less likely that they have such crystallised views on their professional
activities. However, it is assumed -as described in the previous section- that
experts’ PPTs have a more tacit nature. It is assumed that the PPTs of more
experienced professionals have a more tacit nature, and they have a more organized
and elaborated structure in their PPT (Van der Krogt & Vermulst, 2000). This is in
line with Buitink (2007), who assumes structure PPT is a good indication for a more
developed PPT.
-Insert table 1-
The way that a PPT directs professional behaviour and serves as frame of
reference, depends on the actual situation, the content of the interaction and the
social interaction itself (Van der Krogt & Vermulst, 2000). This implies that the way
how a PPT directs professional behaviour and thus becomes explicit differs per
situation. Because of the implicit and sometimes tacit nature of PPTs it is assumed
that the development of PPTs is a relatively complex (learning) process, caused by
for example the process of internalisation of new knowledge and experiences in a
PPT, which can be seen as an explicit as well as an implicit process.
The content of PPTs consists of three components. First, formal theories, which are
defined as explicit, coherent and systematic bodies of knowledge (Eraut, 1994).
Second, work process knowledge, which can be described as knowledge about the
organizational environment and the professional work context and work processes
(Boreham, 2002; 2004). Third, beliefs concerning professional attitudes refer to
personal perspectives concerning adequate professional attitudes and professional
values. The actual content of PPTs is highly domain specific. For example, students’
PPTs in the domain of Nursing contain different knowledge than PPTs of students in
the domain of Car Technique. The content of PPTs mentioned in this article is
described by means of different types or categories of knowledge (which will be
conceived as the different components of PPTs), without a domain specific
description.
A” (p. 6). The content of these schemas in a PPT depends largely on the CPT of a
specific occupational domain. To clarify the schema in a PPT, two different
examples of a PPT of two different professions will be described.
-Insert table 2-
The variables relevance, representative and richness can be used to analyze the
extent in which students’ PPTs are adequate, seen from the perspective of the CPT.
It is assumed that the more relevant, representative and elaborated a PPT is, the
more adequate a PPT is for the specific occupational domain.
-Insert figure 1-
PPTs are the explication of one’s professional identity (Beijaard, Meijer &
Verloop, 2004; Beijaard, Verloop & Vermunt, 2000). This assumption does not refer
Second, teachers and trainers in VET can stimulate the process of negotiation
of meaning -and therefore the development of students’ PPTs- by specific coaching
activities. Coaching of teachers and trainers seems to be important in the process of
development of PPTs, because coaching focuses on the integration and
internalisation of different types of knowledge in a PPT. Coaching includes giving
students direct suggestions, hints, reminders, specific feedback or more additional
information. The type of coaching activity depends then on the particular situation.
This implies that coaching can also include modelling and scaffolding activities
(Collins, Brown & Newman, 1989). For example, teachers and trainers can
stimulate the explication and articulation of students’ PPTs, by posing relevant and
critical questions, involving the way how students see themselves as professionals
and their own perspective of adequate professional behaviour. Furthermore,
teachers and trainers can stimulate the development of students’ PPTs by relating
professional behaviour of students while they perform at the workplace with the
PPT. The role of PPTs during professional activities can be explicated, prompted by
coaching activities. The main goal of coaching is that students become more aware
of the role of their PPT during professional activities and that students can reflect
on –the development of- their PPT (see for example De Bruijn, 2007).
are PPT’s, (2) what is the potential value of the concept of PPT’s in competence
based VET, (3) how do PPTs develop and (4) how can the development of PPT’s be
stimulated?
Taking the above into account, three relevant notions of learning processes to
stimulate the development of students’ PPTs are elaborated: 1) collaborative
learning and negotiation of meaning, whereby collaborative learning includes
interaction between students (peers) and in which teachers and trainers have an
important role in guiding these interactive processes and whereby negotiation of
meaning refers to the confrontation and articulation of PPTs, whereby students
internalize and personalize new knowledge and professional experiences, 2)
coaching activities of teachers and trainers in order to help students to explicate
and articulate their PPT and 3) reflection activities of students.
Zanting, Verloop & Vermunt, 2003). Subsequently, Argyris & Schön (1974) have
described that there is a difference between the ‘theory in use’ -which is comparable
to the concept of PAT- and the ‘espoused theory’ of a professional. In further
-theoretical- research to the development of PPTs it seems to be relevant to pay
more explicit attention to these remarks.
The use of PPT seems to be fruitful for VET. However, it is still unclear which
methods which can be used for the measurement of PPTs in VET. A number of
issues are then worthy to mention. Developing and using valid and reliable
measurement and assessment tools in VET is crucial but complex (Baartman,
Bastiaens, Kirschner & Van der Vleuten, 2007; Biemans et al., 2004). Firstly, in
assessing PPTs, there can be a dilemma between on the one hand national
standards for assessment and on the other hand to specific, local work
environments. Secondly, to develop appropriate measurement and assessment tools
it is important to involve experts, which represent different professional
stakeholders. The decision of who are the experts that should participate in the
development process is not straightforward. Thirdly, to grasp the different
components of a PPT, it is necessary to use a multi-method approach in which
several methods are used and triangulated to elicit different types of knowledge and
beliefs (e.g. Meijer, Verloop & Beijaard, 2002). Examples of different suitable
methods are concept maps, stimulated recall interviews, interviews (i.e. Beijaard &
Verloop, 1996; Meijer, 1999) and more narrative self descriptions (i.e. Kelchtermans
& Vandenberghe, 1994). Fourthly, there can be a discrepancy between what
(beginning) professionals say about their PPT and their actual PPTs, for instance
because PPTs remain partly implicit. For further research it is recommended to
develop adequate methods which can be used to assess the development of
students’ PPTs.
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Professional Behaviour
Personal Professional
Theory
Professional
Identity
1. Meaningfulness Superficial Personal meaning The variable meaning refers to the amount in which a
beginning professional attach the knowledge and
experiences to him or herself. A PPT can be highly personal;
a professional has then a strong personal view of adequate
professionalism, which has personal meaning for the
professional. This view is considered as the outcome of the
process of negotiation of meaning.
2. Explicitness Implicit Explicit This variable refers to the extent in which the beginning
professional can explicate his or her PPT. It is assumed that
a PPT is an implicit concept, which becomes explicit in
professional actions.
3. Practicality Practical Theoretical The variable practicality refers to the extent in which the PPT
is based on more theoretical or practical assumptions.
4. Specification Situational General This contains the situational and general features in a PPT;
it refers to the extent in which a PPT in pointed to specific,
more practical situations or to more general assumptions.
1. Relevance Not relevant Relevant This variable refers to the extent in which the knowledge
and beliefs are relevant for the specific professional
domain.
2. Representative Less Covered The variable representative refers to the extent in which
representative the PPT sufficiently covers the shared knowledge and
collective norms, values and notions which are
representative and distinctive for a specific occupational
domain.
3. Richness Simple Elaborated The richness considers the relatively simple or just
complex and comprehensive structure of a PPT. The
richness of a PPT refers to the variety of different types of
components in a PPT, i.e. the dispersal of a PPT over
formal theories, work process knowledge and beliefs
concerning professional attitudes. A relative complete,
dispersed and multifaceted PPT is an indication for a more
adequate PPT.